Include the intended employment timing and any documentation questions. A qualifying L-2 spouse's work authorization depends on their own status; the principal's technical assignment does not itself supply the employer's hiring evidence.
Ask what remains unresolved before accepting a start date
Keep the spouse's offer, intended arrival and status documentation as a separate household item. If information is incomplete, ask for the appropriate review rather than assuming the principal's projected transfer date answers it. Children do not receive the spouse's employment permission through L-2 status alone.
Hypothetical example: A maker of medical-sterilization equipment transfers a process-validation specialist, while the spouse wants to work as a dental office administrator and a twenty-year-old child wants to work weekends. The review should produce a separate household plan rather than attach everyone to the specialist's assignment. Civil records establish relationships, and admission records establish the derivative classification. First secure the principal's L-1B evidence, then verify the spouse's L-2 documentation, then consider school and work rules for each child. A qualifying L-2 spouse may have work authorization incident to the classification; dependent children do not gain that permission. The common mistake is accepting a child’s job offer as if it settles immigration status. The principal still needs a qualifying organization, one continuous foreign year in the preceding three years, and specialized or advanced company knowledge within the generally five-year L-1B limit. Keep this L1B family record aligned with final filing facts and issued source materials, then preserve a dated copy internally before formal submission for future reference and review by responsible staff if questions arise later.